For leaders who won't stay stuck

Your results have plateaued.Your ability hasn't.

The strategy is rarely the problem. What blocks it is the decision you keep not making, and the reason you keep not making it. I've spent 35+ years learning where to look.

Book a free consultationOne hour · No charge

The cost of standing still

Nothing is broken … yet.

There's no crisis. The numbers are acceptable. The team is fine.

You keep delivering, and every quarter the gap widens between what you're producing and what you know you're capable of. Decisions take longer than they should. The difficult conversation gets postponed again. Other people make the calls you should be influencing.

Plateaus don't announce themselves. They just quietly become permanent.

What changes

Four things start moving.

Clarity comes first. It builds the confidence to act. The last two are what make the impact hold.

Decisions get faster, and they hold

You stop relitigating. The conviction comes from knowing what you're actually optimizing for.

Uril Harel, Entrepreneur, Spain. On tough decisions and negotiations over his business.

Your influence moves up a level

Escalations, stakeholders, the room above yours. Not louder. Better positioned.

Axel Hauzenröder, Services Executive, Germany. On managing internal and external stakeholders through a role transition.

Your team carries the change

Clear roles, real ownership, and people who perform because they want to rather than because you're pushing.

Swapniil Yemde, Sales, South Africa. On account teams that became accountable and took ownership.

The direction you've deferred gets set

The long-term call you keep postponing gets made. And then it holds.

Janos Schillinger, Business Owner, Germany/Hungary. On long-term decisions that have since materialized.

Why me

I've sat in the chair.

35+ years in executive leadership in the international technology industry, across Europe, the Middle East and Africa. I built teams, transformed them, and ran organizations through changes that didn't go to plan. I know what the pressure feels like from the inside, which is the difference between coaching and advice.

Since founding Compass Leadership Coaching in 2015, I've coached executives, managers and high-potential leaders across the world.

Organizations rarely outperform the quality of their leadership.

How it works

Three steps. The needle settles as we go.

Bearing293°

Step 01 · Clarity

A conversation, no charge

One hour. We look at where you actually are, what's actually in the way, and whether I'm the right person for it. You'll leave with something useful either way.

Step 02 · Confidence

Your direction, and the plan to reach it

We define what you're leading toward, name the beliefs and habits standing in front of it, and turn that into a roadmap with priorities you can act on next week. Not theory. A plan with dates on it.

Step 03 · Impact

We work it until it holds

Regular sessions on real situations, with accountability. We keep going until the new way of leading isn't a technique you're applying. It's simply how you lead.

Proof

What clients say.

Someone you can truly rely on, no matter the challenge.

Petra-Maria GrohsVP & Country Leader, Germany

He helped me look under the surface and discover the real value.

I met Wolfgang when working as CTO for a startup. The startup scene is vibrant with many shiny objects that tend to delude you from your chosen path. Wolfgang helped me to look under the surface and discover the real value. His in-depth business experience constantly offered me different perspectives and triggered immensely valuable impulses. I also learned how to control the warrior in my personality. That helped me to build and maintain better and deeper relationships and resolve conflicts gracefully.

Klederson BuenoCTO, Brazil

I was able to let go of some deeply anchored limiting beliefs.

I chose Wolfgang as a business coach because of his broad experience as a manager in international, multi-cultural environments. His ability to deeply relate to specific situations and challenges that I faced exceeded my expectations. During this process I was also able to let go some deeply anchored limiting beliefs. Wolfgang helped me to significantly improve my leadership style and pave the way for the right long-term decisions which have now materialized.

Janos SchillingerBusiness Owner, Germany / Hungary

Asking the right questions was what let me find the answer.

I consulted with Wolfgang when I was transitioning into a new responsibility in professional services. Specifically when dealing with escalations it was crucial to manage both external and internal stakeholders. Wolfgang's support by asking the right questions was essential for me to discover the most effective way of messaging and establish a value based culture inside my organization. I am very grateful that I could benefit from his huge experience in extremely challenging environments.

Axel HauzenröderServices Executive, Germany

Fit

This works if …

01You lead a team, or you intend to. Title and company size matter less than the intent.
02You'll be honest, including about the parts you'd rather not discuss.
03You'll do the work between sessions, not only in them.
04You're prepared to invest in it. We'll discuss what that looks like on the call, once we both know what you need.

If your company is paying

Most employers will fund this. The asking is the hard part.

Many of the leaders I work with are employed, and the development budget already exists. It rarely gets spent on individual coaching for one reason: nobody asks for it.

Two things make the ask easier. Frame it as a business outcome rather than a personal one, and hand your manager something they can forward without having to rewrite it.

If it helps, I can put together a one-page summary for your manager or HR after our call, with the focus areas and how we would measure progress. Just ask for it.

Buying coaching for several leaders? Talk to me about that instead.

Something you can forward

I would like to use part of my development budget on individual leadership coaching over the next three months, focused on decision-making, stakeholder influence and how my team performs. It is one to one rather than a course, so it works on live situations from my actual role. I have had an initial conversation and can share what we would focus on and how we would measure it.

Questions

What clients ask before we start.

We work together for at least three months, with one session a week. That gives us time to go from clarity to a plan, and to keep working on it until the new habits hold.

Each session lasts 60 minutes. Between sessions you'll have practical assignments to work on in your real leadership situations. If something urgent comes up, you can message me.

Every plan is tailored to you, so there's no fixed price list. We'll discuss scope and investment during the free consultation, once we both know what you need.

We look at your specific situation and the challenges you're facing. I walk you through how I work and the frameworks and tools I use. You leave with my first assessment of how we would structure your plan.

It's for you if you're in a leadership role, or if you're considering stepping into one.

Yes, absolutely. Everything we discuss stays between us. That includes when your company pays for the coaching.

Both. We work in whichever language you're most comfortable in.

Mainly online, so we can work together wherever you are. In-person sessions in Berlin are available on request.

Before you book

The reasonable objections.

All four of these have been put to me by people who went on to work with me, and by people who didn't. Here are the honest answers.

Fair, and common. Most coaching stops at insight, which feels productive and changes nothing. What makes the difference is a plan with dates on it and someone holding you to it between sessions. If our first conversation doesn't show you something you hadn't already seen yourself, that is a reliable signal it won't work with me either, and I would rather you find that out in a free hour than three months in.

One hour a week, four hours a month. Everything else happens inside work you are already doing, because the material is your real situations rather than exercises. Nothing here is added to your week on top of the job. It is a different way of doing the job you already have.

We start with three months, not an open-ended arrangement. At the end of it we look honestly at what moved and what didn't, and either continue or stop there. Nothing renews by default, and I will tell you plainly if I think continuing isn't worth your money.

Possibly, and that matters. Some problems are not coaching problems: they are structural, legal or medical, and coaching would waste your time and delay the help you actually need. If that is what I see in the first conversation, I will say so and point you somewhere better rather than take you on.

How the first block works

Three months. A defined start, a defined end, and an honest review when we get there. You decide at that point whether to continue. The first conversation costs nothing and carries no obligation in either direction.

Take the first step

Clarity · Confidence · Impact

One conversation, no charge.

An hour, direct, no pitch. We look at where you are and what's standing in the way. If I'm not the right person for it, I'll say so and point you somewhere better.

Book a free consultation